cylib is a German battery recycling scale-up focused on recovering battery materials through an end-to-end process that includes mechanical and thermal steps plus water-based recovery routes. The company positions the work around strengthening European raw-material supply chains for the battery industry. cylib traces the technology back to research at RWTH Aachen University and markets the business as “next generation battery recycling.” Public updates also reference an industrial-scale facility build-out at CHEMPARK Dormagen.
Locations and presence
cylib recruits primarily across Aachen and Dormagen, with some roles listing “Homeoffice – NRW” as an option. The company’s careers site lays out a consistent, multi-step hiring flow that looks built for ongoing growth hiring.
Palpable Score
55.3
/ 100
cylib lands in the middle because the company is transparent about the hiring process and runs several working-student roles that are realistic entry points. The score stays capped because most full-time roles shown publicly are mid-to-senior level and pay ranges are not posted, plus there is thin public evidence on early-career progression and retention.
Pillar 1: Early-career access
Score
9.3
/ 20
The company lists multiple Working Student roles (Finance, Strategy and Corporate Development, and HR Recruiting/Talent Acquisition) on the Personio job board, which is a practical way in for students and near-graduates.
cylib’s full-time roles on the same board skew experienced, such as Production Quality Engineer requiring “3+ years,” plus several “Senior” positions, which narrows access for 0–3 year candidates.
The company includes a “Speculative application – Join the talent pool!” posting, but that is not the same as recurring junior titles with stated 0–2 year requirements.
Pillar 2: Hiring fairness and transparency
Score
15.7
/ 20
The company publishes a step-by-step recruitment process on the careers site: application, intro interview, manager video call, face-to-face interview with case study, decision and offer, then onboarding.
cylib’s postings describe role responsibilities in concrete terms (for example CTQs/CTPs, control plans, CAPAs, 8D investigations for the Production Quality Engineer) rather than vague “wear many hats” language.
The company flags practical expectations like uploading documents via the application form and often notes that a cover letter is not necessary, but the case study stage still adds candidate load that can feel heavy if not tightly time-boxed per role.
Pillar 3: Learning and support
Score
12.3
/ 20
The company repeatedly references “intensive onboarding” in job ads (including the Working Student roles and the Production Quality Engineer role), which is a clear support signal.
cylib includes coaching language in at least one operations posting, such as coaching operators and technicians on quality-critical steps, which suggests hands-on knowledge transfer in the production environment.
The company does not publicly spell out mentoring, 1:1 cadence, training budgets, or an explicit progression framework for juniors, so support beyond onboarding is hard to verify.
Pillar 4: Pay fairness and stability
Score
10.7
/ 20
The company’s publicly visible job ads ask applicants to provide annual gross salary expectations rather than publishing salary bands, which limits pay transparency for early-career candidates.
cylib’s roles shown on the Personio board are largely “Permanent employee, Full-time” for core operational hires, which is a stability plus compared with repeated short contracts.
The company advertises “tailored benefits” on the jobs page, but the public materials do not provide a clear benefits list or equity basics that a new graduate could evaluate up front.
Pillar 5: Early-career outcomes
Score
7.3
/ 20
The company has limited public outcome data for early-career hires: there is no published promotion pathway, early-career retention stats, or internship-to-full-time conversion reporting.
cylib has growth and scaling signals such as public funding announcements around building an industrial facility, but those are not direct evidence of junior progression or manager quality.
The company’s footprint on LinkedIn shows a meaningful team size band, but public profiles do not provide enough consistent, verifiable patterns to score strong early-career promotions without additional sources.
